If a success factor is changed during the year how do you know what you will be reviewed against at the next pdr?

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What other two data models are used?

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When the job is for giving a technical output what is the role of success factor? ( Ex: career growth )

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Do you have to choose the same level (e.g. Self) for all the success factors identified?

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What if a person achieves most of the success factors will it be beneficial in getting more payment/promotion?

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Are the levels linked to job grades?

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If an individual achieves all the success factors does that mean they will get promoted / get more pay?

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How do you make a field to be required to be filled?

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Why are there three levels within the framework?

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What type of configuration is done in the country specific succession data model?

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How much evidence in assessing success factors will we be expected to produce?

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How do you integrate employee central externally with other products?

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Are they going to apply to academic staff as well?

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What is defined in the country -specific corporate data model?

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In what way can employee central be integrated with success factors products?

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